It has never been more paramount for organisations to follow a stringent and thorough employment background verification than it is today. With the number of job candidates providing false information about themselves on their resume increasing rapidly, the stakes of a wrong hire have never been higher.
According to AuthBridge’s data analysis, around 15% candidates faked information on their resume in 2017. It is especially important for organisations to keep in mind that an employment background verification should be designed keeping in mind the job position the candidate is applying for. Your organization’s employee screening services should be relevant and specific to the skill requirements and associated risks of the designation in question.
With this in mind, here are the
Top 7 tips to get your employment verification process right:
For maximum safety and efficiency, your organisation should have a consistent and fair policy for employment verification that checks the background of each and every candidate irrespective of the position they are applying for. There should be no biases or relaxing the rules for any candidate even if they may be applying for leadership positions or they are well-respected in the industry.
When conducting an employment verification, you may uncover sensitive information which may not be allowed by law to be included in a background check. There are various legalities that have to be kept in mind while conducting background checks, so make sure you get advice from professional background verification companies to avoid any legal issues.
The Fair Credit Reporting Act (FCRA) can help you find out which background verification services you can and cannot include when it comes to information on a candidate’s credit. Similarly, every country might have associated guidelines like Anti-Money Laundering Policy etc. to be followed during background verification. Keep in mind that there are several other laws that govern background checks as well.
When looking for background verification agencies to work with, only pick vendors that are ISO compliant. This means that they follow quality and information security standards in conducting employee screening services for your organisation and most importantly, comply with data security. Moreover, choose vendors who have domain expertise in background verification alone, rather than those who offer a plethora of services without specialising in anything.
While it is important to conduct employment verification processes on all candidates without any kind of discrimination, it is also important to understand that one size does not always fit all. Therefore, it is paramount that employment background verification packages be tailored to fit each job position. The higher the risk or the more important the position, the more thorough and stringent the background check should be.
If you find anything in the employment background verification results that may affect the candidate’s qualification for the job position, make sure to take necessary action. Don’t just conduct background checks just for the sake of it. Always follow through to mitigate risks for your organisation.
Whatever the result of your employment verification may be, always be transparent about it with the candidates. You have to inform them about your findings, and if there is anything questionable, give them an opportunity to explain and justify themselves. One must ensure that the background verification process is a win-win for both the employer and the employee and the experience is seamless for both the parties.
Also Read: Ease out employee verification with the power of technology
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